Managing People in Diverse Contexts

This assignment delves into the complexities of Human Resource Management (HRM), examining effective strategies for managing diverse workforces. It analyzes scholarly articles covering a range of topics, including the changing role of HR professionals, self-management in people with dementia, integrating physical activity in mental healthcare, and intercultural influences on HRM practices. The assignment encourages critical thinking about managing people within evolving organizational landscapes.

Managing People

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK ..............................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Managing people is having the important role in every organisation so that employees
can do qualitative work. The company members having a great influence on the performance of
staff along with the engagement to do work in the organisation. Manager of the company should
ensure that their team members receive all of their employment and contractual rights (Martin
and Siebert, 2016). The present report is focused on Sainsbury which is a second largest chain of
supermarket. The goal of the entity is that they have to reflect the commitment so that they can
meet the consumer needs. The present assignment focuses on how the company manages
grievance and issue related to disciplinary.
TASK
Every company needs manager so that they can manage all the business activities, along
with this they can handle the disciplinary issue in the entity. To attain the best result or outcome
the members of Sainsbury have to do the appropriate operation. They have to focus on achieving
and helping others so that they can obtain the success in the competitive market. The manager of
the company having the proper knowledge about the work and have to follow the proper
procedure of grievances and discipline which helps in removing the issues (Taylor and et.al.,
2008). They have to provide the proper training so that they capture the opportunity which assist
the manager in developing the skills and improve the confidence so that they can handle the
disciplinary and grievance issues. Further, they have to do the proper work with the best
procedure so that they can improve the skills which assist in maintaining the success in the
competitive market. The higher authorities of Sainsbury have to provide the training to their
manager or supervisor as it assist in understanding the proper procedure so that they can obtain
the growth. It helps in increasing the knowledge by which the manager can handle the issue of
discipline and grievance in the workplace. In Sainsbury, difficulties arise at the every point
whether in maintaining the employment relationship or in understanding the disciplinary and
grievance procedure so that they can meet the challenges easily (Mayo, 2016). They have to use
the proper system so that they can maintain the performance in the company as well as in the
competitive market also. To deal with the grievance and disciplinary issue manager have to use
the proper procedure so that they can manage all the work which helps in reaping the leading the
position in the market. Steps are :-
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 The manager of Sainsbury have to establish the principle. In this the company members
have to follow the appropriate rules so that they can maintain the consistency in the work
(Dias, 2016). The manager of the entity have to do the appropriate changes by doing the
proper investigation and also capture the opportunity so that they can make the
representation.
 Setting the rules – In this manager of Sainsbury have to identify the area where they have
to use the rules by which they can maintain the performance of work. Along with this
they are having the offensive behaviour.
 The manager of the company have to handle the disciplinary issues. They have to use the
appropriate procedure so that they can accept the best practice. They have to deal with the
challenges by using the proper action (Koehn, 2015). Along with this they have to grade
the sanctions so that they consider the seriousness of the offence. Further, they have to
tackle all the issues by which they can improve the performance.
 Another is code of practice. The manager have to provide the proper guidelines that they
have to use the appropriate procedure. They have to set the principles so that they can
handle the discipline and issues related to grievance. In this the procedure which is
followed by manager it is clear and transparent. They have to raise and deal with the
issues consistently. Along with this they have to inform the employees and have to give
them opportunity so that they can deal and take the correct decision (Berman and et.al.,
2015).
 Next is disciplinary and grievance procedure. The manager of Sainsbury is trying to
resolve the issues. They have to investigate the events so that they can establish the facts.
They have to inform the employees so that they can make a decision and grasp the
opportunity.
 The disciplinary hearing – The employees of the company have to give sufficient notice
so that they can prepare for the formal hearing. Along with this they have to respect the
rights of the employees. Sainsbury manager have to do the proper improvements which
assist the entity in reaping the targets and by that they can attain the leading position in
the competitive market.
 Last is going for improvement. The main aim of the manager is that they have to improve
the behaviour of the employees or the performance and all the things which are done by
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the manager or supervisor that should be constructive and positive. By that manager of
the company can reduce the stress which helps in attaining the targets (Kamarulzaman
and Altice, 2015).
By resolving the issues related to grievance and discipline in Sainsbury then they can
maintain the trust in the company and b y that they can build the confidence among the
employees. By following the appropriate procedure they have to follow the employees wishes so
that they can raise the grievance. The manager of Sainsbury have to follow the proper procedure
and code of practice so that they can resolve the issues (Zhang and et.al., 2015). They have to
follow the appropriate policy. Along with this they have to deal with appeals. They have to read
all the cases properly and by that they have to make the decision. They have to avoid the
allegation that the manager of the entity is responsible for the appeal and by that they can make
the decision so that entity attain the success in the competitive market. Along with this by
resolving the issues employees and managers both improve the performance in the company as
well as in market.
Manager of the Sainsbury is using the concept of grievance and discipline procedure in
order to improve the performance and morale of employees who are working in the organization.
If any worker have any issue regarding to the work of the company and that member write the
complaint in a legal format that is grievance. The grievance procedure should be managed by the
managers so that workforce issues get resolved and there performance can also be improved
towards the work (Oke, 2016). If any member of staff do any kind of misconduct then it is the
responsibility of higher authority to give the punishment to that employee. The punishment may
be given in such form like the manager can cut the salary of that employee for a month,
temporary termination, fine have to pay by that member and so on.
Manager of Sainsbury can use the complaint management system in order to improve the
performance and workplace morale. This system is a set of procedures that is used to solve the
disputes and complaints of the employees (Kirk and Milnes, 2016). This system provide some of
the benefits like:
 All the issues get resolved of the dissatisfied person in more cost effective manner and in
less time.
 It is a good system that handle the issues properly and also improve the reputation of the
agency.
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 It can also maintain the good relation with the employees and the public.
 If complaints will be handled in effective manner then only quality services provided to
the customers (Vancampfort and et.al., 2015).
 Company can create a strong customers base by providing the quality services.
The manager should take into the consideration all the cases that are filed by employees.
He should not neglect the compliant of the employees because this will decrease the performance
of the Sainsbury. He should follow a effective procedure so that work conditions can be
improved:
Quick action: When grievances are arises then higher authority have to take quick action
and solve those issues. Training should be given to the managers of the Sainsbury so that they
can effectively manage the grievances (Gershon and et.al., 2015). When manager got any
grievance then first he should focus on that and try to solve. He should not ignore the complaints
of workers because this can create a blunder within the company. They will not achieve the
objectives and performance also decrease because workers are not satisfied with the firm.
Acknowledging grievance: Manager should acknowledge the grievances without any
partiality because this can create a gap between employees. This will create a good environment
in the organisation and grievances can also be reduced. If manager will not acknowledge the
issues of the grievances then the work environment can affected and performance can also
degrade of Sainsbury (Arias, 2015).
Gathering facts and figures: Now, he have to collect the facts and figures and also
identify the causes of the grievances. If facts are identified then manager will be able to make
good decisions. These figures can also identifies that the complaint that is place by any employee
is right or wrong. After this, he have to take some alternative decisions that can solve the issues
(Solnet, Kralj and Baum, 2015).
Execute and review: Now the manager have to select one decision from the alternatives
and at last the manager should execute and review the decisions. In this process he quickly
implement his decisions and ignore the fact that employees will like it or not. Every decision
should be taken for the benefit of organization and workers. After the implementation manager
should review his decisions that it is beneficial or not (Toms and et.al., 2015).
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When disciplinary misconduct are identified then first manager have to identify that these
misconduct are arise wilfully or by any other manner. On the basis of this the he have to conduct
investigation and punishment should be given according to the level of misconduct.
For these grievance and disciplinary procedure Sainsbury can develop a plan. In this plan
they can provide a training session to all the dissatisfied employees where they ask about the
challenges and issues that they faced in the organization. Employees can share there problems in
the workshop. Manager have to listen the complaints of each and every workers and provide
them a solution so that they feel satisfied with there work. Sometimes, Manager will not be able
to solve the issues of the workforce at the time of session and they have to consult with their
superior (Xing and et.al., 2016). So, he can take complaint in written so that issues can be
resolved after the training session. The employee can write that issue in written in such a format
like:
write about the issue: In this write about the description of issue
when it happened to the particular person: In this write about the date and time
where it happened: write about the place
who saw it: if any witness is there then the person can write the name of that witness.
If employee will not be satisfied with the solution that is given by the manager then he can
approach to directors of the company. The directors will look over the problem and provide the
solution of that issue. If worker is not satisfied with the given solution of directors then he can go
to the state government. Through this process work environment can be managed and
performance can be improved. If performance improved then automatically workplace morale
can also be enhanced.
CONCLUSION
The above mentioned report explains the importance of the grievances and disciplinary
procedures for the organization. These procedures are used to solve the complaints of dissatisfied
worker. In order to improve the performance and workplace morale the manager follow a
process. In this process he gather the facts and figures and on the basis of these decisions are
made for the benefits of the organization. These can enhance the reputation of the company. The
Sainsbury should develop a plan so that they will be able to know about the issues and
challenges that are faced by the employees in the industry.
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REFERENCES
Books and journals
Arias, A., 2015. Understanding and managing compliance in the nature conservation context.
Journal of environmental management. 153. pp.134-143.
Berman, E.M and et.al., 2015. Human resource management in public service: Paradoxes,
processes, and problems. Sage Publications.
Dias, L., 2016. Human resource management. Human Resource Management.
Gershon, A.S and et.al., 2015. Quantifying comorbidity in individuals with COPD: a population
study. European Respiratory Journal. 45(1). pp.51-59.
Kamarulzaman, A and Altice, F.L., 2015. The Challenges in Managing HIV in People Who Use
Drugs. Current opinion in infectious diseases. 28(1). p.10.
Kirk, S and Milnes, L., 2016. An exploration of how young people and parents use online
support in the context of living with cystic fibrosis. Health expectations: an international
journal of public participation in health care and health policy. 19(2). pp.309-321.
Koehn, J.D., 2015. Managing people, water, food and fish in the Murray–Darling Basin, south‐
eastern Australia. Fisheries Management and Ecology. 22(1). pp.25-32.
Martin, G and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
Mayo, A., 2016. Human resources or human capital?: managing people as assets. Routledge.
Oke, L., 2016. Human Resources Management. International Journal of Humanities and
Cultural Studies (IJHCS) ISSN 2356-5926. 1(4). pp.376-387.
Solnet, D., Kralj, A and Baum, T., 2015. 360 Degrees of Pressure The Changing Role of the HR
Professional in the Hospitality Industry. Journal of Hospitality & Tourism Research. 39(2).
pp.271-292.
Taylor, T and et.al., 2008. Managing people in sport organizations (Vol. 2, No. 1, pp. 66-67).
Toms, G.R and et.al., 2015. Help Yourself Perspectives on Self-Management From People With
Dementia and Their Caregivers. Qualitative health research. 25(1). pp.87-98.
Vancampfort, D and et.al., 2015. Integrating physical activity as medicine in the care of people
with severe mental illness. Australian and New Zealand Journal of Psychiatry. 49(8).
pp.681-682.
Xing, Y and et.al., 2016. Intercultural influences on managing African employees of Chinese
firms in Africa: Chinese managers’ HRM practices. International Business Review. 25(1).
pp.28-41.
Zhang, Y and et.al., 2015. Paradoxical leader behaviors in people management: Antecedents and
consequences. Academy of Management Journal. 58(2). pp.538-566.
Online
Managing People Effectively. 2012. [Online]. Available through:
<http://courses.independent.co.uk/training/gbc-learning-development/managing-people-
effectively-115048>. [Accessed on 10th January 2017].
Managing People. 2017. [Online]. Available through: <http://ovationbusiness.co.uk/our-
services/training/managing-people/>. [Accessed on 10th January 2017].
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